Compliance with employment laws and regulations is a critical aspect of HR management that requires careful attention to detail, expertise, and resources. However, for many small and medium-sized companies, maintaining HR compliance can be a daunting task – especially when it takes time and effort away from core business functions. 

Fortunately, partnering with experts can simplify HR compliance, mitigating the risks of noncompliance. Here, we will dive into how a PEO can help businesses maintain compliance while also reducing overhead and improving efficiency. Let’s see how we’re in(Vested) in your growth! 

 

 

How Does a PEO Simplify HR Compliance?

When sharing a co-employment relationship with a PEO, your business is relieved from many of the liabilities that come along with running a business with employees. Many of the risks and HR responsibilities are shifted over to us, the professional employer organization.  

 

PEOs take care of all the administrative work that is needed to maintain compliance, freeing up your time and saving money in the process. 

 

To ensure your co-employment partner follows the government regulations and holds up to the standards of the industry, you’ll want to look for an ESAC (Employer Services Assurance Corporation) accreditation. This means we adhere to over 40 financial, ethical, and operational standards and are regularly monitored. See? We told you we take compliance seriously.  

 

What Can a PEO Take Off Your Plate
 

We know you wear a lot of hats, but you don’t have to. A professional employer organization takes on the responsibility of a majority of compliance obligations a business is held to.

These include:
 

  • Payroll & Unemployment taxes (depending on the state)  
  • Workers’ Compensation Insurance  
  • The Americans with Disabilities Act (ADA)  
  • The Family Medical Leave Act (FMLA)  
  • Immigration Reform and Control Act (IRCA) 
  • Equal Employment Opportunity Commission (EEOC) 
  • The Fair Labor Standards Act (FLSA)  
  • Remitting and filing taxes on behalf of the client 
  • Income taxes 
  • ERISA 
  • COBRA 

 

Organizations like the National Labor Relations Board consider a PEO to be a joint employer and therefore are required to provide their co-employees with a compliant place of work and maintain the appropriate practices when it comes to union organizing, collective bargaining agreements, and more.  

 

 

Stay HR Compliant and Relieve Yourself of the Risks 

 

Compliance is crucial for businesses. And, non-compliance can lead to significant financial and operational setbacks that can stifle company growth. This is why it’s best to rely on experts like our HR professionals at Vested HR. Whether you are struggling with maintaining an on-site workforce or are fully remote, a PEO can provide vital guidance to help your business navigate compliance regulations.  

 

At Vested HR we help businesses stay informed with the latest policy changes as they occur, thanks to the support of our certified experts who work tirelessly around the clock.  Ready to outsource your HR compliance responsibilities? We are in(Vested) in you! Contact our nationally recognized, locally known HR support team for a comprehensive business evaluation today.